<aside> 👉🏾 (delete afterwards): Entitlements listed here are based on National Employment Standards and the Equal Opportunity Act 2010 (Vic).

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Employees may request flexible working arrangements based on parental and carer responsibilities. Employees are encouraged to put the request in writing.

To comply with the Equal Opportunity Act 2010, {Business Name} will consider this request, and consider all relevant facts and circumstances in deciding whether or not to agree to the request. Such a request will not be refused unless it is reasonable to do so.

Circumstances that may be relevant to determining whether a refusal is or is not reasonable include:

• the nature of the employee's work and parental or carer responsibilities
• the nature and cost of the arrangements required for an employee to fulfil their family or carer responsibilities
• the financial circumstances of the employer
• the size and nature of the workplace and the employer's business
• the effect of the flexible working arrangements on the workplace, including the financial impact on the business
• the consequences for the employer of having the flexible working arrangements
• the consequences for the employee of not having the flexible working arrangements

Other factors that might be relevant in a particular case include:

• when the arrangements are to commence
• how long the arrangements will last
• information that has been provided by the employee about their situation
• the accrued entitlements of the employee, such as personal, carer's or annual leave
• whether any legal or other constraints affect the feasibility of the employer accommodating the responsibilities, such as occupational health and safety laws or award penalty rates.

In addition, under the National Employment Standards, employees who have at least 12 months continuous service, with responsibility for the care of a child under school age, or for care of a child under 18 with a disability have the right to request flexible working arrangements.